Front is the customer operations platform built for B2B complexity, keeping every team, tool, and customer conversation in sync so companies can scale without losing connection. Others handle simple interactions. Front handles the coordination and context behind complex B2B customer relationships. Over 9,000 companies, including Uber Freight, Navan, and Stripe, rely on Front because it's the only one that can run the operational layer that makes customer-facing work actually succeed.
Backed by Sequoia Capital and Salesforce Ventures, Front has raised $204M from leading venture capital firms and independent investors including top executives at Atlassian, Okta, Qualtrics, Zoom, and PagerDuty. Front has received numerous Great Place to Work accolades, including Built In's 100 Best Midsize Places to Work in SF 2025, Top Places to Work by USA Today 2025, Y Combinator's list of Top Companies in 2023, #4 on Fortune’s Best Workplaces in the Bay Area™ ,Inc. Magazine's 2022 Best Workplaces list, and Forbes Best Startup Employers 2022 List.
We’re hiring a People & Compensation Analyst to bring rigor, structure, and strong analytical thinking to how we design and run compensation and people analytics at Front. This is a high impact role with meaningful exposure to senior leadership and the Board.
You will own and improve our end to end compensation cycle, build scalable compensation frameworks, and elevate how we generate workforce insights. This is not a traditional compensation role. We are looking for someone deeply comfortable in spreadsheets, excited about modeling and automation, and motivated to use AI tools to improve how we analyze and scale people decisions.
If you enjoy combining data, strategy, and systems thinking to influence real business outcomes, this role is for you.
What will you be doing?
Report directly to the Chief People Officer (CPO) and serve as a strategic thought partner on compensation and People Analytics initiatives
Own and execute the end-to-end compensation cycle, including modeling increases, promotions, band updates, calibration support, and budget tracking
Manage off-cycle compensation adjustments, market reviews, and new hire band alignment
Build, refine, and maintain scalable compensation bands and benchmarking frameworks
Design and own advanced People Analytics to drive deep insights and inform Front’s people strategy
Provide People Analytics and insights for executive audiences and the Board of Directors
Lead analytics for the semi-annual engagement survey, including reporting, insight generation, and actionable recommendations
Partner with the CPO on executive-level reporting including attrition trends, headcount strategy, retention analysis, engagement insights, and talent health metrics
Develop board-ready analysis and presentation materials for quarterly meetings
Deliver quarterly compensation reports to benchmarking partners such as Radford
Partner closely with Finance on headcount planning, scenario modeling, and compensation budget alignment
Consolidate, clean, and structure data across HRIS, ATS, and Finance systems to create scalable, reliable People datasets
Identify opportunities to reduce manual modeling work through improved spreadsheet architecture, automation, and AI-enabled workflows
Act as a strategic thought partner in evolving Front’s compensation philosophy, analytics maturity, and long-term People strategy
What skills and experience do you need?
3–7+ years of experience in Compensation, Total Rewards, People Analytics, or a blended strategic People function, ideally within a SaaS or high-growth tech environment
Direct experience owning or heavily supporting at least one full compensation cycle, including increases and promotions
Strong understanding of benchmarking, salary band creation, and compensation modeling
Demonstrated experience building and delivering executive-level analytics and board-level materials
Experience designing People Analytics frameworks beyond standard reporting (attrition, performance trends, hiring velocity, engagement insights, etc.)
Advanced proficiency in Excel or Google Sheets including complex formulas, pivot tables, scenario modeling, and data cleaning
Experience working across multiple systems (HRIS, ATS, Finance) and building structure in fragmented data environments
Strong analytical and problem-solving skills with the ability to translate complex datasets into strategic insights
Experience collaborating cross-functionally with Finance, Recruiting, and People leadership
Comfort operating in ambiguous environments and building systems from the ground up
Interest in leveraging AI and automation tools to scale analytics workflows and reduce manual effort
What skills and certifications will you need?
Required Skills:
Advanced spreadsheet modeling and data analysis
Strong analytical and problem-solving ability
Preferred (but not required) Certifications:
Certified Compensation Professional (CCP)
Workday or other HRIS system certifications
Formal training in data analytics or business intelligence
AI or automation-related coursework
Front operates on a hybrid model — we come together in the office each Tuesday, Wednesday, and Thursday to collaborate and stay connected.
What we offer
Competitive salary
Equity (we are post-series D & backed by some of the best VCs in the US)
Private health insurance, including plan options at no cost to employees
Paid parental leave
Flexible time off policy
Flexibility to work from home Monday and Friday, unless posted as a fully remote role
Mental health support with Workplace Options
Family planning support with Maven
$100 per month Lifestyle Stipend to spend on fitness, health and wellness, and other activities
Wellness Days - Fronteers get an additional day off on months with no holidays
Winter Break - Our offices are closed from Christmas to New Year's Day!
Front provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age or disability. By applying
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